HR Processes – An Employee Life Cycle

 Applies to the process of attracting potential

employees to the organization or company
 Continues with the selection and cases with
placement of the candidates
 Manpower planning to make it possible to
acquire the number & type of people
necessary to ensure the continued operation
of the organization
 William F Glueck – Recruitment acts set of
activities and organization uses to attract job
candidates possessing appropriate
characteristics to help the organization reach
its objectives.
 Byars & Rue – Rec Involves seeking &
attracting a pool of people from which
qualified candidates for job vacancies can be
chosen
 Conformity with its general policies
 Should be
◦ flexible enough to meet the changing needs of an
organization.
◦ be designed so as to ensure employment
opportunities on long term basis to achieve
organizational
◦ match the qualities of employees
◦ Highlight the meeting of established job analysis
 Identification of recruitment needs
 Preferred sources of recruitment
 Cost of recruitment and selection
 Criteria of selection techniques
 Role , if any , assigned to the Union in the
formulation and implementation of Rec and
selection policies
Internal External
◦ Present , Permanent ◦ Educational & Training
employees Institutes
◦ Present Temp/ Casual ◦ Pvt employment
◦ Retrenched / Retired agencies / consultants
◦ Dependents of
◦ Public employment
diseased , disabled ,
retired and present exchanges ,
employees ◦ Professional
Associations
◦ Data banks
◦ Trade Unions
 Internal sources
 Badli lists – Central pool of candidates from
which vacancies are filled
 Casual laborers
 Private / Public employment Exchange
 Labour Contractors
 Candidates introduced by friends & relatives of
employees – employee referrals
 Sons of the soil
 Retd and present employees
 Specified communities and categories
 Sourcing – from prestigious Management Institute &
thru reputed placement agencies
 All India Advertisement / Campus interview
 Traditional & orthodox organization meticulously going
by rules – Recruitment rules framed with an attitude of
rigidity
 Time factor playing a vital role – tapping the right
persons at the right time
 Fixing the Interview and test in short notice causing
failure in recruitment
 Fixing conducive venue for the interview to create best
first impression
 Giving correct idea about compensation and benefits
 Some one should have the authority to select
 There must be some standard of personnel with which a
prospective employee may be compared
 There must be sufficient number of applicants from
whom the number of employees may be selected
 Job Analysis – selecting the right candidate after finalizing the job
analysis, job description, job specification , etc
 Process of searching for prospective employees and stimulating
them to apply for jobs in the organization.
 Application bank – details of age, sex, Height and Weight,
educational qualifications, experience etc
 written examination – for screening purpose as a matter of
elimination process – to know and measure the candidates’
position on knowledge , aptitude , reasoning and English
language
 Preliminary interview – observational / personal appraisal method
probing details
 Group discussion – A method to bring applicants around a
conference table to discuss either a case study or a subject
matter
 Test – Psychological tests and performance tests

Intelligence tests , Aptitude tests , Interest tests, Personality tests

,
Achievement tests / Trade tests
 Followed by
 Informal interview 1. Pre employment
 Formal interview Medical examination
 Planned Interview 2. Final decision by the
Line managers
 Patterned interview
3. Issue of Offer Letters
 Non-directive interview
4. Placement
 Depth interview
5. Orientation / Induction /
 Stress interview Socialization of new
 Group interview employee

 Panel interview 6. Integrating the personal

skills / goals with the
organizational
requirement / goals
 Concept of Manpower planning
◦ Process by which Management determines how the
management should move from its current manpower
to its desired manpower utilization
◦ Described as formal planning in emphasizing the
following ..
 Establishment and recognition of future job
requirements
 Scanning the organization thru systematic manpower
audit
 Assured supplies of qualified participants
 Development of available manpower
 Effective utilization of current and prospective
workforce members
 Need and importance of Manpower planning
◦ Helps to avoid sudden disruption of the production run of an
enterprise enabling management to adopt suitable strategies
◦ To prepare for fresh demands in terms of numbers , skills and
occupation to meet increasing demand due to updated
technology and expansion / growth
◦ To cope with changing job requirement due to technological
change & growing complexity in business
◦ Helps to give an overall corporate picture at the corporate level
for identification of surplus / shortage of personnel
 HR planning process
◦ Manpower forecasts
 On the basis of corporate goals and manpower analysis forecasting
of manpower (ie) Kind of people needed for conduct of business in
the given period
◦ Manpower Inventory
 Making an Inventory of present manpower resources and finding
out the extent to which these manpower's are employed optimally.
◦ Manpower Management
 Planning scientific requirement , selection , training ,
development , utilization , motivation , compensation , etc to
ensure that future manpower needs and development manpower
plans for implementation
 Quality of personnel
◦ Knowledgeable workers need meaningful and
challenging jobs
◦ Job itself can be the best motivators for
productivity
◦ Job itself can satisfy higher level wants of workers
◦ Well designed jobs can attract talents, reduced
turnover / Attrition rates , absenteeism , discharge ,
resignations etc
◦ Vacancies may be filled by promoting from within
and partly recruiting from outside
 System approach to Human Resource
Management (4 inter related factors)
◦ Human resource approach – people constitute a form of capital
and act as one of essential assets
◦ Personnel climate – personnel environment conducive for
development of Human Capital as long term investment capable
of yielding rich dividends
◦ Human resource program – to achieve the twin aims of
productivity and satisfaction
◦ Human Resource System – with relevant inputs , processing and
outputs
◦ Five separate sub-systems are
 Employment
 Development
 Utilization
 Compensation
 Maintenance
 Process of Manpower process
◦ Anticipating manpower needs
◦ Planning for job requirements & description
◦ Analyzing of skills to determine the nature of
manpower
◦ Selecting adequate source of records
 Step1 : job Analysis / job design - Mgt must define
what work to be performed , how tasks to be carried out
and allocated into manageable work units (jobs)
 Step 2 : job description & job specification
refers to incumbent where a job specification with
regard to qualification and experience needed to
perform a job
 Step 3 : forecasting procedures:
◦ Corporate planner has to forecast the number of people
needed for a particular job – can be done by forecasting the
internal supply and external supply of the people who can
perform the job
 Step 4 : Internal Supply of Manpower
◦ Six methods can be used to forecast the future human
resource needs viz :
 Planning for the statusquo
 Thumb rules
 Unit forecasting
 The Delphi Method
 Scenarios
 Computer Simulation
 Planning involves steps to replace any
employees who are either promoted or who
leave the firm. An example is Management
succession planning which seeks to ensure
that there is at least one qualified manager to
replace any higher level manager in the
organization
 This is on the basis of firm’s beliefs with regard
to forecasting Human resource needs – for ex,
one firm believes that a ratio of one production
supervisor for every 12 producers (Workmen) in
optimal . This firm maintains this 1:12 ratio
because it has proved successful in the past.
Another thumb rule is based on past
experience that one person can produce 2000
units of output per day and accordingly 5
employees needed for 10,000 units as a matter
of forecast
 This refers to the estimate of supervisors and
managers with regard to forecasting Human
resource needs for the next year unit wise –
this approach called as
“ Bottom up approach” to forecasting as the
judgment are made by lower level
management and added together at a higher
level of the organization.
 This method relies on Expert opinion in
making long range forecasts – this involves
obtaining independent judgments from a
panel of experts usually thru a questionnaire
or interview schedule on certain issue
affecting the nature and magnitude of
demand for an organization’s products and
services
 These are all descriptive scenes allowing planners to
consider several factors in combination to forecast human
resource needs for each set of circumstances - for eg, one
scenario might assume environmental conditions in the
next three years – to include a recession, the entrance of a
new competitor in to a company’s major market, and
technological advances requiring some modifications in
the production. Using this method, forecasts could be
made for meeting human resource needs of each set of
circumstances as portrayed in the separate scenarios – this
is useful in making mid - to long range forecasts of
Human resource needs
 This is one of the most sophisticated
methods of forecasting human resource
needs – A computer is a mathematical
representation of major organizational
processes, policies and human resource
movement thru organization – computer
simulations are useful in forecasting for
human resources by pinpointing any
combination of organizational and
environmental variables.
 Process flowchart – depicting forecast on manpower planning
Corporate
objectives

Demand for Manpower

Market Demand Assess Manpower Supply Labour Market

Existing
Potential

Manpower Estimate

Retirement
Recruitment Promotion Pay productivity
Training Plans
Redundant plans
Plans Success Plan Plans

Periodic reviews
Recruitment as an important stage thru for reaching the
destination of Human Excellence in an Organization